dignity & fairness in process · and with dignity in the life of the university. my hope is...
TRANSCRIPT
DIGNITY & FAIRNESS IN PROCESS
Human Rights Services Annual Report
2016-17 & 2017-18
WE BEGIN BY LISTENING.
"Every day, this team quickly responds to some of the most highly controversial and complex issues on our campus, and they do this work with integrity and humility."
Lisa Barnoff Dean, Faculty of Community Services Index
Introduction 4
A Message from Dr. Denise O'Neil Green, Vice-President, Equity & Community Inclusion 5
Director and Human Rights Services 6
Overview of Human Rights Services 7
Policies 11
Complaint Processes 13
Inquiries 15
Caseload Statistics and Trends 17
Disability 19
Creed 21
Race, Colour, Ancestry, Ethnic Origin and/or Citizenship 23
Sexual Violence 25
Sex, Sexual Orientation, Family Status, Gender Identity and/or
Marital Status 27
Human Rights Services Team 29
Prevention Through Partnerships and Education 31
33
"I was apprehensive about voicing concerns regarding anti-Black racism to administration. In doing so, I was humbled by the work of the Director of the Human Rights Services Office and Office of the Vice-President, Equity and Community Inclusion. As reflections of the community they serve, the offices applied cultural relevance and policy to a dynamic matter. Being a person who intersects gender and ethnicity, I felt like my voice was heard and taken seriously. The offices were supportive and committed to a dignified resolution that not only addressed my concerns but facilitated better outcomes for diverse people at the University." Anonymous Participant of the Complaint Process
4
Introduction
The two year period this report covers, May 2016 to April 2017 and May 2017 to April 2018, have
seen a significant transformation to the human-rights infrastructure at Ryerson University. This
report covers these changes and presents a clear summary of the work of Human Rights Services.
The transformation of human rights at Ryerson had two distinct phases. In 2016, the office
changed its name from Discrimination and Harassment Prevention Services to Human Rights
Services. This change reflected the vision of Dr. Denise O'Neil Green to make the office more
accessible as well as human-rights centred.
Dr. Denise O'Neil Green, then Assistant Vice-President and Vice-Provost, Equity, Diversity and
Inclusion, has been since promoted to Vice-President, Equity and Community Inclusion, making
her the first post-secondary Vice President in Canada with an exclusive equity focus. The Director
of Human Rights Services reports directly to Dr. Green, who in turn reports to the President. This
means human-rights issues are a priority to senior administration.
In January 2017, Human Rights Services welcomed a new Director, Tanya (Toni) De Mello. Under
Ms. De Mello's leadership, the office has doubled in size, adopted a new data collection method
for complaints, and developed communications materials to explain clearly the complaint process
to the Ryerson community. Dr. Green and Ms. De Mello have worked closely together to foster a
culture of prevention through education and to address human rights challenges at the earliest
stage, focusing on outreach, partnership building, and early resolution.
Over the same reporting period, we have also witnessed a significant change in the landscape of
human-rights complaints within post-secondary education. Students, staff and faculty have shown
an increased willingness to file formal complaints when they perceive someone to have engaged in
behaviour in contravention of human rights policy. There is also a change happening globally.
Human rights and equity issues are part of the public discourse more than ever, as seen in the
#metoo movement, the introduction of Ontario's sexual violence legislation (Bill 132), the rise in
students registered with disabilities requiring accommodations, and the complex issues
surrounding race and access to higher education. This report provides the human rights and
sexual violence complaint statistics at Ryerson, context for the statistics, and the innovative and
collabrative interventions Human Rights Services has developed, with other partners, to address
issues using a trauma-informed approach.
5
Dr. Denise O’Neil Green Vice-President, Equity & Community Inclusion
It is with great pleasure that I present this report to the
Ryerson community. Human rights are a fundamental
aspect of equity, diversity and inclusion and, as such,
Ryerson is striving to become a human-rights centred
university. As Vice-President, Equity and Community
Inclusion, it is my responsibility to provide strategic
leadership, advocacy, and coordination needed to address
equity, diversity and inclusion throughout the entire
university community.
Human Rights Services is a unit of the Office of the Vice-President, Equity and Community
Inclusion (OVPECI), which serves all Ryerson community members by ensuring there is a fair process
to hear concerns and resolve complaints related to human rights and sexual violence. In 2017, I
welcomed Tanya (Toni) De Mello as the Director of Human Rights Services. Toni brings to the role a
wealth of experience in business, non-profit and government sectors.
The two years this report covers have seen a significant increase in human rights and sexual
violence complaints. The increase in sexual violence complaints results from multiple factors: the
2017 implementation of the province's new sexual violence legislation - Bill 132, social movements
challenging sexual violence such as #metoo movement and a broader shift towards individuals filing
equity complaints across the university sector. Human rights work is complex, calling upon a matrix
of legislation, investigation practices, alternative dispute processes and prevention through
education. It is important to recognize that the increase in complaints and investigations is a sign of
the university's commitment to hear concerns and respond by having a fair process to address equity
challenges.
This report is an opportunity to reflect on the essential work of Human Rights Services and enable
us to identify aspirational goals, which allow all Ryerson community members to participate fully
and with dignity in the life of the university. My hope is that this report will give you an
appreciation of the work done at Ryerson to meet head-on the equity challenges of the 21st century.
6
Tanya De Mello Director, Human Rights Services
Tanya De Mello, known at Ryerson as
"Toni," was appointed Director, Human
Rights Services in January 2017.
Toni has worked for over 20 years in
business, non-profit and government
sectors. She started her career as an
economist, working in business as a
consultant during the day and in the
community sector after hours.
Having worked as a management consultant for several years and co-founded two NGOs in
Toronto, Toni went on to complete two masters degrees at Princeton University, the first in
Public Administration and the second in Urban and Regional Planning.
Her studies led her into peacebuilding, first through the Office of the United Nations High
Commissioner for Refugees (UNHCR) in Geneva and later in the UNHCR Field Office for
Emergency Relief through the UN World Food Programme (WFP) in Senegal. She then returned
to the UNHCR to work in a field office in Colombia, South America.
As Director, Toni provides leadership and direction for the day-to-day management of Human
Rights Services, oversees the case management of human rights and sexual violence complaints,
and develops initiatives to foster a campus culture which centres on human rights. She partners
with faculties, staff departments, units and student groups on campus to carry out the work of the
office. She also conducts campus wide equity training on human rights issues as well as
individual coaching to help Ryerson members navigate complex human rights issues.
Toni also holds dual law degrees, BCL in civil law and LLB in common law, from McGill
University and was called to the bar in June 2012. She is currently completing her PhD in Social
Justice Education at the Ontario Institute for Studies in Education (OISE), where she is
examining equity in interview processes.
7
Overview of Human Rights Services
Our Vision Through our work and our presence, we hope that every member of Ryerson University will feel
included and have equitable access to opportunities regardless of their identity. We envision
Ryerson as a human rights-centered campus where meeting the goals of equity and community
inclusion is a shared responsibility. We envision a strong community that values the human rights
and dignity of all its members and where members feel safe and valued, bringing their whole selves
to their work and learning environments.
Our Mission In cooperation with our campus partners, Human Rights Services works to promote an equitable
and inclusive campus community, free from discrimination and harassment based on the
protected grounds identified in the Ontario Human Rights Code.
Our Mandate Manage inquiries, consultations, alternative resolutions and investigations processes for
human rights and sexual violence issues using a trauma-infomed practice.
Establish strong working relationships with faculty, staff and student units to increase
awareness and implement proactive programming.
Deliver education on human rights and sexual violence issues through workshops and
speakers.
Provide consultation and coaching for members of the university community to
promote equity and community inclusion, accessibility and human rights.
Offer referrals to on-campus and off-campus services.
8
Human Rights Services reports to the Office of the Vice President,
Equity and Community Inclusion (OVPECI) and plays a crucial role in
advancing the university's equity, diversity and inclusion values.
Equity Ryerson University values the fair and just treatment of all
community members through the creation of opportunities
and the removal of barriers to address historic and current
disadvantages for under-represented and marginalized
groups.
Diversity Ryerson University values and respects the diversity of
knowledge, worldviews and experiences that come from
membership in different groups and the contribution that
diversity makes to the learning, teaching, research and work
environment.
Inclusion Ryerson University values the equitable, intentional and ongoing
engagement of diversity within every facet of university life. It is
the shared responsibility of all community members to foster a
welcoming, supportive and respectful learning, teaching, research
and work environment.
9
Our Services
Human Rights Services provides faculty, staff and students multiple supportive options
regarding complaint resolution processes, including coaching, consulting, mediation and
investigation of complaints based on human rights grounds or sexual violence. We support
Ryerson community members in addressing equity-based complaints between individuals as well
as systemic issues which create barriers. When a concern does not fall within our jurisdiction,
we refer the member to the appropriate support or services.
Human Rights Services offers a variety of events and workshops to promote equity. We work
with community members to deliver core and custom-designed workshops for classrooms and
departments. These initiatives provide education and awareness through training, outreach and
celebration of Ryerson's diverse community.
Our services are free, confidential and available to all members of the Ryerson community,
including students, staff and faculty.
We offer free and confidential complaint resolution services for human rights and sexual
violence issues. When a concern does not fall within our jurisdiction, we will refer you to
the appropriate service.
Conciliation is available through mediation when parties involved agree that an alternate
resolution is possible and preferable to an investigation.
Investigation of complaints is conducted where appropriate, including a written report to
the decision-maker.
Education is available through core and customized workshops, seminars and speakers
to promote awareness of human rights and sexual violence issues, the law, and the rights
and responsibilities of all members of the Ryerson community.
Support and referrals are provided in situations involving sexual harassment, sexual
assault and as requested.
10
"Human Right Services was great in being in constant communication with me throughout the process and informing me of next steps. When a decision was made, I was notified when there was going to be a delay and proactively encouraged if I had any questions."
Anonymous Participant of the Complaint Process
11
Policies Human Rights Policy Area Human Rights Services administers Ryerson's Discrimination and Harassment Prevention Policy
(DHP). We manage prevention, education, complaints and investigations under this policy with the
deepest regard for impartiality, confidentiality and freedom from reprisal.
The DHP is based on the Ontario Human Rights Code, which provides equal treatment without
discrimination on the basis of:
Age
Ancestry
Creed
Colour
Citizenship
Disability
Ethnic origin
Gender expression
Gender identity
Family status
Marital status
Place of Origin
Receipt of public assistance
Record of offences (employment)
Sex
Sexual Orientation Race
Sexual Violence Policy Area
In 2015, the Ontario Government introduced Bill 132, an Act to amend various statutes with
respect to sexual violence, sexual harassment, domestic violence and related matters as a response
to the Province's "It's Never Okay: An Action Plan to Stop Sexual Violence and Harassment." This
bill changed the responsibilities of post-secondary institutions to address sexual violence.
Ryerson's Sexual Violence Policy has been amended to accommodate the Bill and outlines a clear
process for handling complaints related to sexual violence. Both the Sexual Violence Policy and Bill
132 make clear Ryerson University's commitment to addressing sexual violence and rape culture
through survivor support, awareness, education, training and prevention programs, as well as the
appropriate handling of reports or complaints of sexual violence incidents. When Ryerson becomes
aware of allegations of sexual violence, we have a duty to respond accordingly, by taking
appropriate action guided by the university's policies. Human Rights Services manages the
complaint and investigations process as well as provides advice, consultation and training on the
complaint process.
12
University Policies that Intersect with our Work Academic Accommodation of Students with Disabilities
Academic Integrity Policy
Accommodation for Persons with Disabilities Policy
Student Code of Non-Academic Conduct
Workplace Civility and Respect Policy
Human Rights Services and Ryerson University’s Academic Plan Human Rights Services plays an important role in supporting Ryerson University's Equity and
Community Inclusion initiatives. Some of the key areas in which we are working to support equity,
diversity and inclusion through the university's 2014-2019 Academic Plan include:
Develop a university-wide community engagement and communications strategy that values equity,
diversity and inclusion, leverages current engagement activity, and builds a more visible presence in
particular communities.
Expand engagement with local, national and international external organizations to enrich student
experiences and inclusion, increase civic engagement and create valuable academic, research and
innovation opportunities that contribute to Ryerson's profile and impact as a city-building university.
Develop access and program initiatives to support under-represented groups, including but not
limited to Aboriginal students, first-generation students, students with disabilities and
internationally-educated professionals.
Cultivate meaningful relationships with Aboriginal communities and students to create an
educational environment that embraces and supports Aboriginal perspectives and experiences
and builds community for Aboriginal people.
13
Complaint Processes
Process Categories Our office has moved away from previous categories of “informal” and “formal”
complaints in order to better capture the range of services we provide in order to
resolve human rights and sexual violence issues. We developed new categories to
classify the processes by which we address concerns and complaints and applied
them to cases as of May 1, 2016. Human Rights Services now uses the following
categories to classify our complaint resolution processes: Consultation,
Alternative Resolution and Investigation. These new categories help us to
articulate the multiple processes we use to resolve concerns, issues and
complaints related to human rights and sexual violence for students, staff and
faculty at Ryerson.
Consultation: A case where an individual meets with an investigator where they
can review their concerns. The investigator might also consult with other university
offices, with the consent of the Complainant. We also provide coaching to students,
staff and faculty on a range of human rights and sexual violence matters, which often
resolves or prevents complaints.
Alternative Resolution: A case which involves a process outside of the
investigation process, which might include mediation, facilitation, training, counselling.
It may also result in consultation with other offices. Through this process, the
Complainant and Respondent reach an agreed-upon outcome. Alternative resolution
processes do not include a decision letter from a decision-maker.
Investigation: A case where there is an investigation into allegations which
may or may not result in findings. Investigation reports go to a decision-maker,
generally a senior administrator at Ryerson.
14
Most of the Ryerson community members who
contact Human Rights Services have their
concerns addressed through the consultation
process. This often means that individuals
contacting the office want support around an
issue but do not necessarily want to engage in an
investigation or an alternative resolution process
for a variety of reasons. Human Rights Services
offers consultation and coaching in order to
support Ryerson community members who want
to navigate issues outside of the complaint
process.
Jurisdiction The Discrimination and Harassment Prevention Policy and the Sexual Violence Policy cover
behaviour which constitute discrimination, harassment and/or sexual violence which impact the
work and/or study environment of another member or members of the Ryerson University
community, whether or not they occur during normal working/school hours. Human Rights
Services may have jurisdiction where there is a nexus between the activity
and Ryerson.
15
Inquiries
300Inquiries
We received approximately 250 inquiries in 2016-2017
and approximately 300 inquiries in 2017-2018. Ryerson
community members contact our office by email,
phone calls and in person. We begin by listening.
Human Rights Services answers hundreds of questions on human rights and sexual
violence a year. We provide complaints resolution options to individuals whose
complaints fall within our jurisdiction, and provides referrals when issues are unrelated
to the policies we administer.
We provided information and coaching to faculties, administrative units, staff and
students across campus on:
Human Rights Legislation
Discrimination
Harassment and Sexual Violence Policies
Disability
Religious and Family Accommodations
Issues of Equity
Diversity and Inclusion
Best Practices in the Workplace
Sex and Sexism
Sexual Violence and Bill 132
Gender Identity and Expression
Security Related Issues
Gendered Language
Inclusive Teaching
A significant component of the Human Rights Services is supporting Ryerson
community members outside of the investigations process. Inquiries are not listed in our
annual case statistics, which are comprised of investigations and other complaint
resolution processes that are detailed later in this report. Our inquiries process is a way
for students, staff and faculty to gain information and support with human rights issues,
which often resolves the individual's current challenges or prevents future complaints.
From 2017 to 2018, Human Rights Services
was contacted by over 300 individuals, via
email, phone call or in person, to seek support
with human rights and sexual violence
challenges.
We provide complaint resolution options to people
whose complaint falls within our jurisdiction and
provide referrals to individuals whose complaints
are unrelated to the policies we oversee.
Many inquiries are resolved by answering
frequently asked questions on how policy and
legislation apply to specific situations. Many
other inquiries require multiple conversations
to support an individual.
On more complex inquiries, we consult with
partner offices within Ryerson and outside the
institution; provide research on relevant human
rights and sexual violence legislation, policies
and practices; and review documentation and
other evidence to resolve the inquiry.
About half of our inquiries enter our complaint resolution
process, with two thirds of those resolved through consultations
and alternative resolution and approximately a third resulting in
an investigation with a decision-maker. Detailed information
about our complaint resolution processes can be found on pages
17 to 28 of this report.
FAQ
Human Rights Services
16
We provide complaint resolution options to people
whose complaint falls within our jurisdiction and
provide referrals to individuals whose complaints
are unrelated to the policies we oversee.
17
Caseload Statistics
Data Collection
On May 1, 2016, Human Rights Services changed its data collection methods,
making a direct comparison of complaint data from previous years not
possible. For transparency and accuracy purposes, we will be reporting on
data from May 1, 2016 onwards. The trends in this report are based on a
comparison between the May 1, 2016 to April 30, 2017 fiscal year and the May
1, 2017 to April 30, 2018 fiscal year.
85 Total Cases
2 0 1 6 / 2 0 1 7
3 Ancestry
13 Creed
22 Disability
2 Family Status
3 Gender Identity
14 Race
22 Sex Based
6 Sexual Violence
18
155 Total Cases 2 0 1 7 / 2 0 1 8
82%
Incr
ease
2 Ancestry
1 Citizenship
19 Creed
37 Disability
1 Family Status
3 Gender Identity
1 Marital Status
1 Place of Origin
25 Race
37 Sex Based
5 Sexual Orientation
23 Sexual Violence
The case grounds noted in this report are the primary grounds identified in
the complaints to Human Rights Services; however, cases regularly involve
an intersection of multiple grounds of discrimination.
For a combination of reasons, students, staff and faculty have not made
complaints based on receipt of public assistance, record of offence or age
in the two year period of this report.
C
19
Disability Cases
The most common complaints were centred on accessibility and
issues of accommodations for students with disabilities. Staff
complaints regarding accommodations were much less frequent.
Grade appeals constituted a large portion of our complaints based
on accommodations.
With the rise of students registering with Academic
Accommodation Support, we anticipate the number of
disability-related complaints will rise in the next few years.
Incr
ease
37 cases in 2017/18
22 cases in 2016/17
20
Complainants
&
Respondents Please note one case might have multiple complainants and/or respondents.
2016/17 2017/18
Complaint Resolution Process Breakdown
Investigation
Alternative Resolution
Consultation 2016/17
32% 68%
2017/18
39%
6%
55%
33
7
3
2419
21 32
11
21
Creed Cases
The majority of consultations that were based on creed are around
religious accommodations.
In the last several years, expressions of concern about
Islamophobia on campus have increased, yet few complaints
regarding Ryerson community members have been submitted. The
expressions of concern may be related to reports of anti-Muslim
and anti-immigrant sentiments in recent national and international
events. Some examples include the Quebec City Mosque Shooting
in 2017 as well as international terrorist attacks and increased
religious-based tensions.
Anti-Semitism reports on campus remain a concern. Human Rights
Services has developed a matrix to evaluate the types of issues
being expressed by community members and to track incidents
reported to Human Rights Services.
Incr
ease
19 cases in 2017/18
13 cases in 2016/17
Complainants
&
Respondents Please note one case might have multiple complainants and/or respondents.
2016/17 2017/18
Complaint Resolution Process Breakdown
Investigation
Alternative Resolution
Consultation 2016/17
7.5% 92.5%
2017/18
21% 79%
14
39
68
52
12
11
122
1
6
3
22
23
Race, Colour, Ancestry, Ethnic Origin and/or Citizenship
Most Complainants reporting discrimination based on colour, ancestry,
ethnic origin or citizenship generally identify the grounds for their
complaint as a "race" based complaint.
Racism is not necessarily expressed as explicit or overt; students, staff and
faculty report experiences of racism manifested through subtle
micro-aggressions. Therefore, complaints based on race are often complex
and require systemic analysis.
Human Rights Services conducts systematic analyses of university units and
individuals of concern. Systemic analysis strategies involve interviewing a
range of staff by conducting surveys and/or questionnaires, reviewing
troubling patterns such as the number of complaints against an individual,
and other strategies to determine if there are issues of racism within a
university unit or specific to an individual.
Incr
ease
28 cases in 2017/18
17 cases in 2016/17
Complainants
&
Respondents Please note one case might have multiple complainants and/or respondents.
2016/17 2017/18
Complaint Resolution Process Breakdown
Investigation
Alternative Resolution
Consultation 2016/17
18% 6%
76%
2017/18
25%
21%
54%
7 8
222
2
5 5
5
45
1712
10 13
1
131
24
25
Sexual Violence
Ryerson implemented a new Sexual Violence Policy in 2017 to coincide
with the implementation of Bill 132, the new provincial legislation on
sexual harassment and sexual violence. The policy sets out the process for
complaints relating to issues such as sexual harassment and sexual assault.
There has been a significant increase in the reporting of sexual violence
complaints at Ryerson. The increase is due to several factors, including but
not limited to: the work of Sexual Violence Support and Education office
and Human Rights Services to raise awareness; a global focus on sexual
violence that included broader social movements such as #metoo; Bill 132
and the provincial and federal focus on sexual violence; as well as an
increasing trend towards reporting across all universities and colleges in
North America.
In response to the increase of complaints, Human Rights Services has
begun working closely with units across the university to address these
issues, including the Office of Sexual Violence Support and Education,
Student Conduct Office, Human Resources, and General Counsel, where
appropriate.
Incr
ease
23 cases in 2017/18
6 cases in 2016/17
15
2
54
15
2
Complainants
&
Respondents Please note one case might have multiple complainants and/or respondents.
2016/17 2017/18
Complaint Resolution Process Breakdown
Investigation
Alternative Resolution
Consultation 2016/17
50%
17% 33%
2017/18
54%
23%
23%
15
54
26
Sex, Sexual Orientation, Family Status, Gender Identity and/or Marital Status
Gender-based complaints range from systemic discrimination to unwanted comments. We have
seen a significant increase in these types of complaints over the reporting period. This trend is in
line with other complaint categories where individuals are more willing to turn to university
policy to hold people they feel have caused harm accountable. In many ways, these complaints
represent a shift in the attitudes at work and in school to insist on dignity, fairness and equity.
Complainants
&
Respondents
Please note one case might have multiple complainants and/or respondents.
2016/17 2017/18
Incr
ease
47 cases in 2017/18 27 cases in
2016/17
101615
14
208
1910
8
22
1
222
3
1 5
2
27
28
Complaint Resolution Process Breakdown
Investigation
Alternative Resolution
Consultation 2016/17
29%
4% 67%
2017/18
17%
19% 64%
"Human Rights Services' commitment to promoting a people first and human-rights centred culture sets this team apart. Championing culture change and accountability is no easy task. The team lead is passionate and invested in educating and challenging the Ryerson community to recognize our shared responsibility for fostering a community that is welcoming, respectful, inclusive and safe."
Marcelle Mullings Director, Student Advocacy & Accountability
29
Human Rights Services Staff 2016 to 2018 "Their knowledge, expertise, and skills on human rights, equity and diversity have strengthened the University's approach to issues management. They are an invaluable member of the Ryerson family."
Michael Forbes Executive Director of Communications
Grace Chau Senior Investigator
Grace Chau joined Ryerson in November 2017 as a Senior Investigator with Human Rights Services.
She has a BA in Political Science and an LLB from the University of Windsor Law School.
Previously, Grace worked for over ten years at the Office of the Ombudsman of Ontario as an
investigator with the Special Ombudsman Response Team. Her previous work history includes
overseas internships with the United Nations High Commission for Refugees in Croatia and the Aga
Khan Rural Development Network in India. She also has prior experience working at the HIV/AIDS
Legal Clinic in Toronto.
Katie Solomon Complaints Resolution Advisor
Katie Solomon has been working in Human Rights Services since October 2006 and has been in
her role as Complaints Resolution Advisor since May 2012. Katie received her BA from the
University of Western Ontario in 2004. She also holds an Executive Certificate in Conflict
Management from the Stitt Feld Handy Group and the University of Windsor and a certificate as an
Advanced Investigator from Rubin Thomlinson. During Katie's time with Human Rights Services,
she has managed hundreds of cases, finding resolution through both the investigation process as
well as alternative resolution. She has also worked on policy development and has been involved in
several equity and inclusion projects across campus.
30
Ahmed Ahmed Strategic Advisor, Analyst
Ahmed Ahmed holds an undergraduate degree in Equity Studies from the University of Toronto and
a Master's in Community Development and Adult Education from the Ontario Institute for Studies
in Education (OISE). Ahmed started in Human Rights Services in Spring 2017. He brings over 15
years of experience in program development and delivery, education and training, and strategic
planning from three sectors: community development, federal public service and post-secondary
education. He has recently undertaken a PhD in the Faculty of Education at York University.
Ahmed's research focuses on access to post-secondary education for traditionally under-represented
students. As Strategic Advisor and Analyst, Ahmed is responsible for embedding equity and human
rights into the policies, procedures and communications of Human Rights Services.
Elya Porter Intake and Administrative Assistant
Elya Porter joined Human Rights Services as the Intake and Administrative Assistant in July 2018.
She has been part of the Ryerson community for over ten years, having completed her Bachelor of
Commerce at Ted Rogers School of Management and having worked in a number of departments
across campus including Aboriginal Student Services, the Aboriginal Education Council, Law
Practice Program and the Office of the Vice-President, Equity and Community Inclusion. She also
brings experience working in marketing for Leukaemia and Lymphoma Research and Imperial
College in London, England.
Career Boost Students Human Rights Services has two Career Boost student positions. The student employees who fill
these positions support the work of the office by conducting outreach, completing administrative
tasks and promoting equity and diversity at Ryerson. They support the office, provide outreach to
students on campus and are vital members of our team.
31
Prevention Through Partnerships and Education
Education Prevention through education is a major goal of Human Rights Services. We
work with the Ryerson community to empower individuals and university units
with the tools to address human rights concerns. Education and awareness are
integral to our values and help us to ensure that our work is preventative rather
than reactive. Education helps to create a campus community that values the
integrity and human rights of all our members.
Beyond Campus Canadian Association for the Prevention of Discrimination and
Harassment in Higher Education (CAPDHHE)
Canadian Association of College and University Student
Services (CACUSS)
Canadian Human Rights Practitioners (CHRP)
Association of Workplace Investigators (AWI)
Various Selected Committees Sexual Violence Support and Education Advisory Committee
Various Hiring Committees
International Women's Day Committee
December 6th Memorial Committee
Breast/Chest Feeding Committee
"Training sessions put on by Human Rights Services are boldly refreshing,
thought-provoking and deeply relevant. I walk away feeling inspired and further
equipped to navigate delicate, difficult conversations."
Gafira Kassam, Student Accommodation Facilitator, Academic Accommodation Support, Student Learning Support
32
i
Training From 2016 to 2017, Human Rights Services conducted over 40
training sessions, and in 2017-2018, we conducted over 60 training
sessions. The office works with a range of groups, units, departments
to deliver training. The office also works with individuals on a
one-on-one basis to respond to training sanctions from investigations.
Who Received Training On Campus
Six out of Eight Ryerson Faculties
Student Affairs
Athletics
Communications
Human Resources
Ryerson's Learning Zones
Decision-Makers: senior leaders who decide
on formal investigations
Departmental Evaluation Committee
Faculty
Select Facilities and Food Services
Executive Group
Board of Governors
Research Ethics Review Board
Student Unions and Associations
Student Groups and Clubs
Office of the Registrar
Topics Covered
Unconscious Bias Training, specifically for
hiring committees and large staff teams
Equity and Diversity 101
Anti-Black Racism
Anti-Semitism
Homophobia and Transphobia
Workplace Harassment and the Ontario
Human Rights Code
Inclusive Facilitation
Body Shaming
First-Year Faculty Training
Human Rights and Accommodation
Religious Accommodation Training
Inclusive Classrooms
Complaints and Investigations Process 101
Decision-Maker Training
Discrimination and Harassment Prevention
Policy and Sexual Violence Policy Training
Human Rights Services has also presented to 15 off-campus partners including the University of
Toronto, University of Alberta, Humber College, Seneca College, Centennial College, Durham
College, Women's Legal and Action Fund, and the Urban Land Institute.
33
We advocate for fairness of process and for a community where the dignity and human rights of all its members are respected and upheld.
334
“I can’t thank you enough for helping put together today’s
[memorial] event. It was so important for the Jewish, non-Jewish,
and entire Ryerson community, and meant even more that we had
the support from the university.”
Elyse Wieskopf
Director, Hillel Ryerson
“The Office of Human Rights Services is an important ally to the
Muslim staff and faculty community network. The team has been
there for the us during key moments, from the time we were
trying to get the community network formalized at the university
to organizing healing circles and vigils for the community.”
Sakeena Mihar
Co-chair, Muslim Staff and Faculty Community Network
“The Human Rights office has delivered exceptional training and
coaching, both for myself personally, and for my direct reports.
Their ability to communicate complex concepts and initiate
productive conversation regarding sensitive topics is inspiring and
has been a valuable tool in empowering my leadership team to
bring awareness and navigate these concepts with their own
teams, schools and students.”
Charles Falzon
Dean, Faculty of Communication and Design
Human Rights is all of our responsibility.